Hello, my name is ***** ***** it is my pleasure to assist you with your question today.
Did you have a contractual notice in place? Also were you only employed by this employer for 6 months?
What exactly were you asked to do, change the old minutes so that the new version would be used in a court case?
ok let me get my response ready please
sorry just to clarify were you actually asked to provide untruthful information in the amended minutes?
Did you formally raise your concerns about this?
The starting point is that if you have been continuously employed at your place of work for less than 2 years then your employment rights will unfortunately be somewhat limited. Most importantly, you will not be protected against unfair dismissal. This means that your employer can dismiss you for more or less any reason, and without following a fair procedure, as long as their decision is not based on discriminatory grounds (i.e. because of gender, race, religion, age, a disability, sexual orientation, etc.) or because you were trying to assert any of your statutory rights (e.g. requesting maternity/paternity leave, etc.).
If the dismissal had nothing to do with any of the above exceptions then you would not be able to challenge it and your only protection would be if you were not paid your contractual notice period, because unless you were dismissed for gross misconduct, you would be entitled to receive your contractual notice period. If you did not have a written contract in place you would be entitled to the minimum statutory notice period of 1 week. Your employer would either have to allow you to work that notice period and pay you as normal, or they will have to pay you in lieu of notice.
If you were not paid your notice period when you were due one, that would amount to wrongful dismissal (which is different to unfair dismissal) and you could make a claim in an employment tribunal to recover the pay for the notice period that you should have been given. There is a 3-month time limit from the date of dismissal to submit the claim.
you can't do anything about the humiliation unfortunately and whistleblowing will be rather difficult to prove here but you can try and go through ACAS with that argument and use them to try ans negotiate a settlement with the employer - it's free and you have nothing to lose
you are welcome